专注论文查重修改6年+经验

柔性领导与角色绩效之研究─知觉主管支持的中介效果

【中文摘要】:本研究以组织层次之柔性领导为自变项,以个人层次之角色绩效为依变项,并以个人层次的知觉主管支持为中介变项,以检验知觉主管支持是否对柔性领导及角色绩效行为间具中介效果。

本研究之柔性领导定义是指广义意涵的具备女性特质之领导,不受性别限制,不拘限于女性。

本研究採用问卷调查法收集资料。本研究从员工来蒐集样本,共计发放320 组,总共回收了250 笔资料,202 位员工填写之有效问卷。讨论的变项因为有个体层次与跨部门层次的不同,故分析方法分别採用SPSS、HLM 进行统计分析,以验证变数间之关係。

本研究显示:知觉主管支持对角色绩效有显着之正向影响。柔性领导对知觉主管支持有正向影响。柔性领导对角色绩效虽有正向影响,但仅达弱支持水準。知觉主管支持对柔性领导与角色绩效的关係也仅达弱支持水準。最后本研究根据研究结果进一步說明研究限制及未來研究方向。
【英文摘要】:This study adopted the Feminine Leadership in organization level as the independent variable and the Role Performance in individual level as dependent variable.
The Perceived Supervisor Support was a mediator between the independent and dependent variable to examine the mediating effects.

Feminine leadership in this research is defined as a broad interest in leadership with feminine characteristics, which is irrelevant to gender labeling and unrestricted to females.

This research employed the questionnaire suvey to collect the data. By surveying for subordinates, the researcher sent out 320 questionnaires and received 250 back with 202 valid. Due to the multi-level research framework, this research used SPSS and HLM as analysis tools to examine the relationships among the variables.

The result indicate that:First, Feminine Leadership has significant positive influences on Perceived Supervisor Support; second, the correlation between Perceived Supervisor Support and Role Performance is significant; third, the correlation between Feminine Leadership and Role Performance is weak significant; finally, Perceived Supervisor Support is also a mediator between the relationships for Feminine Leadership and Role Performance and has weak positive influences on them. Based on the results, this study proposed some empirical and practical suggestions.
【参考文献】:

  • 104人力银行:http://www.104hunter.com.tw/edm/BEP00-00001-1101/03.htm
  • 1111人力银行:http://www.1111.com.tw/
  • 三、 网站资料
  • Yvonne Due Billing & Mats Alvesson,July. ( 2000). Gender, Work and Organization,Vol7 No.3.
  • Journal of Management, 17(3), 601-617.
  • commitment as predictors of organizational citizenship and in-role behaviors.
  • Williams, L. J., & Anderson, S. E. (1991). Job statisfaction and organizational
  • Vroom, V. H. & P. W., Yetton . (1973). Leadership and Decision Making. Pittsburgh: University of Pittsburgh Press.
  • Belmont, CA:417-437.
  • Tuner, J. H. (1982). The Structure of Sociological Theory. Wadsworth Pub. Co.,
  • the Customer-Server Exchanfe. Journal of Applied Psychology, 88(1), 179-187.
  • Providers” Attitudes Relating to Customer Service and Customer Satisfaction in
  • Susskind, A. M., Kacmar, K. M., & Borchgrevink, C. P. (2003). Customer Service
  • Segal,J.A. (1991). ”Women on the Verge…of Equality”, HR Magazine, Vol.36 No.6,June:117-118,120,123
  • Sharma,S.1990,”Psychology of women in management: A distinct feminine leadership”, Equal Opportunities International,Vol.9 No.12:13-18
  • Structural and Behavioral Analysis. Homewood, IL: Richard D. Irwin.
  • Scott, W. G., Mitchell, T. R. & Birnbaum, P. H., 1981. Organizational Theory: A
  • New York, NY.
  • Schermerhorn, J. R. (1989). Management for Productivity. John Wiley and Sons,
  • Sargent, A. G. & Stupak, R. J. “Managing in the 90’s: The Androgynous Manager,” Training and Development Journal 43:12 (December 1989): 29-35.
  • Sandra Bem, “The Measurement of Psychological Androgyny,” Journal of Consulting and Clinical Psychology 42:2 (April 1974): 155-162.
  • Ruth L. Jacobs, and David C. McClelland, “Moving Up the Corporate Ladder: A Longitudinal Study of the Leadership Motive Pattern and Managerial Success in Women and Men,” Consulting Psychology Journal: Practice & Research 46:1 (Winner 1994): 32-41.
  • Robbins, Stephen P., (1991), Management, NY : Prentice-Hall Inc., pp.411-436.
  • Rosener, J. B. (1990). “Ways Women Lead”, Harvard Business Review, Vol.28 No.6, November/December, pp.119-25.
  • Robbins, S. (1989), Organizational Behaviour, 4th ed., Prentice-Hall, Englewood Cliffs, NJ, p.302.
  • 26:513–563.
  • empirical literature and suggestions for future research. Journal of Management,
  • Organizational citizenship behaviors: A critical review of the theoretical and
  • Podsakoff, P. M., MacKenzie, S. B., Paine, J. B., & Bachrach, D. G. 2000,
  • Peggy McIntosh, “Interactive Phases of Curricular Revision: A Feminist Perspective, ” (working paper 124 VIII, Wellesley College Center for Research on Women, 1983), 1-34.; Betty J. Turock, “Women and Leadership,” Journal of Library Administration 32:3/4 (September 2001): 116-117.
  • Organ, D. W. (1988), Organizational Citizenship Behavior: The good Solider Syndrome, Lexington, MA: Lexington Books.
  • Nelton, S. (1991), “Men, Women & Leadership”, Nation’s Business, May, 16-22
  • Msir, M. (1992). “Evolving Paradigms of Management in Organizations: A Gendered Analysis,” Journal of Management Systems 4:1 : 31.
  • Morrison, D. (1994). Psychological Contract and Change. Human Resource Management 33:353-372.
  • Melamed, T., & Bozionelos, N. (1992). Managerial promotion and height. Psychological Reports, 71, 979–986.
  • Lucille Martin Pritchard, “Women in the Nonprofit Sector: Leadership for Social Change” (PhD diss., Massachusetts, Graduate School of the University Massachusetts Amherst, 2000), 37-45.
  • Loden, M.(1987), “Recognizing Women’s Potential:No Longer Business as Usual”, Management Review, Vol. 76 No. 12, December, p.45.
  • Citizenship Behavior, and Turnover on Organizational Effectiveness: A Unit-Level, Longitudinal Study”, Personnel Psychology, Vol.54(1), pp101-114.
  • Koys, D. J.(2001), “The Effects of Employee Satisfaction, Organizational
  • Koontz, H. & Weihrich, C. (1990). “Essentials of Management”, 5th.ed., New York: McGraw Hill Book Company.
  • York: Wiley.
  • Katz, D., & Kahn, R.L. (1978) The social psychology of organization (2nd ed.). New
  • Katz, D. (1964). The Motivational Basis of Organizational Behavior. Behavioral Science, 9:131-146.
  • Wiley.
  • Kate, D., & Kahn, R.L. (1966). The social psychology of organizations, New York:
  • Katherine J. Klein, and Steve W. J. Kozlowski, “From Micro to Meso: Critical Steps in Conceptualizing and Conducting Multilevel Research,” Organizational Research Methods 3:3 (July 2000): 211-236.
  • Julie Indvik, “Women and Leadership,” in Leadership: Theory and Practice 2nd ed. (Thousand Oaks, CA: Sage, 2001), 221.
  • Johnson, P. “Women and Power: Toward a Theory of Effectiveness,” Journal of Social Issues 32:3 (Summer 1976): 99-110.
  • James LR (1982) Aggregation bias in estimates of perceptual agreement. Journal of Applied Psychology 67(2), 219-229.
  • James LR, RG Demaree and G Wolf (1993) Rwg: An assessment of within-group interrater agreement. Journal of Applied Psychology 78(2), 306-309.
  • House. R. J. & Mitchell. T. R. (1971). “Path-goal theory of leadership”, Journal of Contemporamay Business, (3), pp.81-97.
  • House et al. (1999). Cultural influences on leadership and organizations: Project, GLOBE. In: W.H. Mobley, M.J. Gessner, & V. Arnold (Eds.), Advances in global leadership,Vol.1, Stamford, Connecticut: JAI Press.
  • Hines, R. (1992). Accounting: filling the negative space. Accounting, Organization and Society, 17, 3-4, 314-341.
  • Helgeson, S. (1995). The female advantage: women’s ways of leadership. New York: Doubleday/Currency.
  • Koehler.
  • Greenleaf, R.K. (1997)”The power of servant leadership.”, San Francisco: Berrett–
  • Gary A. Yukl, Leadership in Organizations 5th ed. (Englewood Cliffs, NJ: Prentice Hall, 2001), 131.
  • Fiedler, F. E., & Garcia J. E. (1987). New approaches to leadership, cognitive eResources and organizational performance (New York: John Wiley and Sons).
  • Fiedler, F.E. (1967). A Theory of Leadership Effectiveness. New York: McGraw-Hill.
  • Eagly, A. H. & Johnson, B. T. “Gender and Leadership Style: A Meta-Analysis,” in Leaders and the Leadership Process: Readings, Self-Assessments, and Applications (Chicago: Austen Press, 1994), 50-51.
  • Durham,C. C., Knight, D., & Locke, E. A. (1997). Effects of leader role, team-set goal difficulty, efficacy, and tactics on tem effectiveness. Organizational Behavior and Human Decision Processes, 72, 203-231.
  • Cook, L., & Rothwell, B. (2000). The X and Y of leadership. London: Spiro Press.
  • Coppolino, Y. and Seath, C.B. (1987), “Women Managers: Fitting the Moulding or Moulding the Fit” Equal Opportunity International, Vol. 6 No. 3, 4-10
  • Conger, J. A. & Kanungo, R. A. (1998). “Conclusion: Patterns and Trends in Studying Charismatic Leadership,” In Conger J. A. & Kanungo R. A. (Eds.), Charismatic Leadership: The Elusive Factor in Organizational Effectiveness, Jossey-Bass, San Francisco.
  • Cindy Simon Rosenthal, When Women Lead: Integrative Leadership in State Legislatures (New York: Oxford University Press, 1998), 18-25.
  • Performance: A Meta-Analysis. Journal of Marketing Reserch, 22(2), 103-118.
  • Churchill, G. A. Ford, N. M. Hartley, S. W. (1985). The Determinants of Salesperson
  • Chavez, Marcela Gonzalez.(2003). “A Study of Feminist Leadership Characteristics in Women’s Centers and Women’s Studies Programs at Southern California Universities and College.” PhD diss., University of La Verne.
  • Carmen Sue Griggs, “Exploration of a Feminist Leadership Model at University Women”s Centers and Women”s Studies Programs: A Descriptive Study” (PhD diss., The University of Iowa, 1989), 8.
  • Cammann C., Fichman M., Jenkins, D. & Klesh, J. (1979). “The Michigan organizational assessment questionnaire”, Unpublished Manuscript, University of Michigan, Ann Arbor, Michigan.
  • Consulting Psychologists Press, 687-732.
  • Handbook of industrial and organizational psychology, Vol. 2, Pala Alto, CA:
  • and organizational psychology. In Dunnette, M. D., & Hough, L. M. (Eds.).
  • Campbell, J. P. (1990). Modeling the performance prediction problem in industrial
  • Brief, A. P., & Motowidlo, S. J., (1986). Prosocial organizational behaviors. Academy of Management Review, 11(4): 710-725.
  • Performance, 10(2), 99-109.
  • performance: The meaning for personnel selection research. Human
  • Boman, W. C., & Motowidlo, S. J. (1997). Task performance and contextual
  • actors? Academy of Management Reviews, 24(1), 82-98.
  • Bolino, M.C. (1999). Citizenship and impression management: Good soldiers or good
  • Blake, R.R. & Mouton, J.S.(1964). “ Break through in Organization Development,” Harvard Business Review, p.136.
  • Academic Press.
  • Biddle, B. J., (1979). Role Theory: Expectations, Identities, and Behavior. New York:
  • Bass, B.M. & B.J., Avolio.(1997). Manual for the Multifactor Leadership Questionnare. Palo Alto, CA: Mind Garden.
  • Bass, B. M. (1990). “From Transactional to Transformational Leadership:Learning to Share the Vision,” Organizational Dynamics, Winter, 22. American Management Association, New York.
  • Bartol, K.M. & Butterfield, D. “Sex Effects in Evaluating Leaders,” Journal of Applied Psychology 61:4 (August 1976): 446-454.; Judi Brownell, “Perceptions of Effective Listeners: A Management Study,” Journal of Business Communication 27:4 (October 1990): 401-415.
  • University Press.
  • Barnard, C.I. (1938). The Functions of the Executive. Cambridge, MA: Harvard
  • Appelbaum, Stephen H. & Shapiro, Barbara T. (1993). Why can’t men lead like women? Leadership & Organization Development Journal, 14(7), 28
  • Amadnda Sinclair, Doing Leadership Differently: Gender, Power and Sexuality in a Changing Business Culture (Melbourne: Melbourne University Press, 1998), 19.
  • 二、英文部分
  • 谢秦强 (2005),主管之领导行为与工作特性对员工工作满意度及组织承诺影响之研究—以台南市银行为实证,南台科技大学高阶主管企管硕士班硕士学位论文。
  • 劉復苓译 (2002),男女領导大不同,Cook, Liz & Rothwell, Brian着,台北:聯经。
  • 廖启义 (2012),领导者与成员交换关係对角色绩效的影响─与更上层主管交换关係及领导者组织典範性之调节效果,国立中山大学人力资源管理研究所硕士论文。
  • 经理人MANAGER today特刊 (2013),看图学管理─高效主管养成术,11。
  • 杨铭贤(1995),管理概論,台北:中兴管理。
  • 黄麗蓉 (1996),组织中的女性領导,人事管理,33(6),19-25。
  • 黄素慧 (2011),女性主管领导特质与核心能力对于员工工作投入之影响─以领导效能为中介变项,南台科技大学人力资源管理研究所硕士论文。
  • 黄家齐编译(2011),组织行为学(13版),Stephen P. Robbins着,台北:华泰文化。
  • 黄俊英、林震岩 (1994),企业研究方法,台北:华泰书局。
  • 冯逸蓝 (2008),人力资源系统对服务人员组织承诺与角色绩效之影响-以金融业为例,国立中山大学人力资源管理研究所硕士论文。
  • 陈仪蓉 (2006) ,新领导典範─价值导向式领导理论之概述。T&D 飞讯,42,1-14。
  • 许道然(2002),组织公民行为之研究,空大行政学报,12,113-146。
  • 许士军(1995),管理学,台北:东华书局。
  • 许士军 (2002),管理学(10版),台北:东华书局。
  • 张润书(1990),组织行为与管理,台北:五南图书。
  • 张康玲 (2001),女性业务主管的人格特质、領导型态及領导效能关係之研究-以台湾南区保险业为例」长荣管理学院经营管理研究所硕士論文。
  • 商业周刊 (2012),管理相对论,1281,26-30,台北:巨思文化。
  • 商业周刊 (2012),管理相对论,1280,26-30,台北:巨思文化。
  • 高民凯、林清文 (2002) ,中学生解释风格量表之编製。彰化师大辅导学报,23,131-162。
  • 洪春吉 (1999) ,台湾地区中、美、日资企业主管之領导行为与权力基础、影响手段之实证比较,中山管理评論,7(4),1115-1146。
  • 哈佛商业评论春季号特刊(2013),哈佛教你成为成功主管,台北:天下远见。
  • 金洪琦 (2010),个人-主管及个人-群体适合度对角色绩效、工作满足及知觉支持的影响:以某航空公司空勤人员为例,国立中山大学人力资源管理研究所硕士论文。
  • 林钲棽 (2005),组织公民行为之跨层次分析:层级线性模式的应用,管理学报,22(4)。
  • 林宴夙、徐荷合译 (1995),Sally Helgeson着,柔性优势:女人的領导风格,台北:允晨。
  • 林芬英 (2003),女性領导者領导特质与領导风格之研究,国立中山大学企业管理学系硕士班硕士論文。
  • 林志峰 (2006),主管領导型态、人格特质、组织承諾与工作绩效关聯性之研究—以国防部军备局生产製造中心生产工厂为例,南台科技大学高阶主管企管硕士班硕士学位论文。
  • 林文政 (2005),人力资源管理角色—CEO 观点,人资高峰会:变革領导与创新服务,桃园:国立中央大学人力资源管理研究所。
  • 李中一(2004),测量工具的效度与信度,台湾卫誌,23(4),272-281。
  • 吕春娇 (2008),大学图书館中阶主管女性領导特质与領导效能之关係及环境脉络效果,国立台湾大学文学院图书资讯学系博士論文。
  • 吴明隆、涂金堂 (2006),SPSS 与统计应用分析,台北:五南图书。
  • 余美玲 (2009),女性領导者人格特质、性别角色、组织变革认知与转换型領导关聯性之研究,国立成功大学经营管理硕士学位硕士论文。
  • 余佩娟 (2012),主管支持行为影响部属情绪、反应、及看法之研究,国立中山大学人力资源管理研究所硕士论文。
  • 天下杂誌编辑 (2000),不一样的她:e 世纪女性新典範,台北:天下杂誌编辑。
  • 一、中文部分
  • 来源:中山大学;作者:张立贞
    文懂论文-重复率修改第一品牌,http://www.szwox.com解决论文查重论文降重复,重复率高等各种论文难题的专家

    最新文章

    • 什么是学术不端行为
      什么是学术不端行为
      什么是学术不端行为 1992 年,由美国国家科学院、国家工程院和国家医学研究院组成的 22 位...
    • 论文降重复服务 1. 本网站及服务 szwox.com提供哪些服务? szwox.com是一个...

    联络我们

    QQ: 767326772
    文懂论文
    网站:http://www.szwox.com/
    E-mail: turuinit@foxmail.com

    我们的服务

    我们提供毕业论文、期刊论文、硕士论文、博士论文、会议论文格式排版,论文查重,重复率修改等服务。强大论文查重系统,一手老师资源,首创安全保密查重修改流程。充分保障客户论文查重安全以及修改后的品质,赢得了老师和同学们的信任和口碑。